• 서비스연구
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• 제4권1호
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• pp.1-19
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• 2014

Every organization needs to maintain its long-term effectiveness through the positive perceptions, attitudes, and behaviors of its members. Customer orientation, job satisfaction, and organizational citizenship behavior (OCB) are the important functioning aspects for the long-term organizational effectiveness. The purpose of this study is to investigate the impact of service-worker's customer orientation on OCB within Korean bank and insurance sector by analyzing the relationship of constructs in the conceptual model. To achieve research objectives, survey method is employed. Findings of this research reveal that both need and enjoyment dimension of CO are very important in predicting OCB. We sent 220 questionnaires to service workers of the bank and insurance then received 200 valid responses. The research was conducted in bank and insurance agency in J city. The choice of these two types of organizations was dictated by the fact that they have large number of service worker with diverse background at multiple levels in these industries. Results also indicated that the moderating effect of pay satisfaction on the relationship between their OCB and CO had a weak effect.

• 품질경영학회지
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• 제48권1호
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• pp.29-50
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• 2020

Purpose: Targeting the members of manufacturing and Service industry Quality Control team this study is going is to carry out research about whether the outcome of OCB(Organizational Citizenship Behaviors) and organization can be brought about by organizational culture that is suitable for them. this study tries to identify the direct･indirect causal relationship between these variables and OCB by selecting organizational culture as a leading variable and job satisfaction as a parameter. Methods: SPSS 22.0 was used for data analysis and AMOS 18.0 statistical program for structural equation model analysis. For the descriptive statistics this study verified reliability analysis, feasibility analysis, structural equation model analysis, research hypothesis, and mediating effects. Results: As a result of path analysis estimating the regression coefficients for the linear structure analysis of the correlations between variables for the hypothesis verification, the rational culture among the organizational culture types of the manufacturing Quality Control team showed a positive (+) effect on the job satisfaction, and hierarchical culture has negative(-) effect on job satisfaction. Conclusion: This study suggested that the composition and friendly behavior of desirable organizational culture has a very close relationship in connection between job satisfaction and OCB by examining the causal relationship between OCB for improvement activities for organizational culture by establishing the organizational culture and job satisfaction of the manufacturing Quality Control team.

• The Journal of Asian Finance, Economics and Business
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• 제7권9호
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• pp.781-790
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• 2020

This study's primary purpose is to explore the psychological capital roles and personality traits of Big-Five in predicting OCB (organizational citizenship behavior) and performance of task in Indonesia's electricity sector. The data were gathered from the employees of four major cities in Indonesia, in Southeast Sulawesi, comprising 246 employees. The data were analyzed utilizing a PLS (partial least squares) based SEM (structural equation modeling) technique. The findings indicate that the psychological capital and personality traits of Big-Five relate significantly to OCB and the performance of task. Nevertheless, against our expectations, OCB does not significantly relate to the performance of task. This study also discusses the findings' further implications. In terms of practical implications, the findings of this research stipulate that psychological capital and Big-Five personality traits aimed to improve employee performance and can be most effective if specifically targeted at OCB. Given that both variables play an important role to promote OCB, caring training initiatives that focus on mutual help can be very valuable for organizational improvement. In a managerial perspective, organizations can increase OCB by conducting open communication strategies between managers and employees to further stimulate and strengthen the ability of employees to display extra-role behaviors.

• 품질경영학회지
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• 제43권1호
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• pp.67-84
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• 2015

Purpose: By analyzing what kind of organizational reaction is shown by employees to corporate social responsibility (CSR), I want to propose a plan to maximize achievement(organizational commitment and productive behavior) within corporation. Methods: Regression analysis is used to analyze relationship between CSR awareness and achievement within corporation. Then structural equation model is used to check control effect of corporate member's participation in CSR. Results: It is proved that employee's CSR awareness has positive relationship with organizational commitment and productive behavior. It is shown that when employees have participated in CSR programs directly, effectiveness of relationship was especially higher for Organizational Citizenship Behavior (OCB) and innovative behavior. Conclusion: In order to increase organizational commitment and productive behavior of employees, corporation's social responsibility management, in other words ethical management must be used so their motivation can be increased and so they can directly participate in CSR programs which will increase effectiveness of organization.

• 지식경영연구
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• 제12권4호
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• pp.1-15
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• 2011

The purpose of this study is to determine abusive supervision and its effect on the resistance to such behavior by workers, and also to determine the moderating roles of subordinate's personalities that can strengthen or weaken the relationship between the abusive supervision and employee behaviors. Because the key factors underlying the choice of individual OCB(Organizational Citizenship Behavior) or organizational OCB have to do with subordinates' concern for the task and relational consequences of their behavior, the analysis focused on Neuroticism, the Big Five domains that represent one's orientations toward task and relational matters, respectively(Costa & McCrae, 1992). For empirical study, survey was performed for the analysis, and a total of 233 was used. The following is a summary of the verification results. First, in the relationships between the use of abusive supervision and employee's OCB, the relationship is negatively correlated to the abusive supervision. Second, moderating effects of subordinates' personalities(neuroticism) between abusive supervision and subordinates' were not verified. Finally, future research will explore the effects of situational variables that affect the extent to which supervisors engage in abusive behavior and how subordinates respond to abusive supervision.

• 인터넷정보학회논문지
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• 제13권5호
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• pp.65-75
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• 2012

조직시민행동이란 조직내의 공식적 역할이나 기능을 넘어서는 구성원들의 재량적 행동을 의미하며, 조직의 성과 제고에 상당한 기여를 하는 것으로 알려져 있다. 공급망관리(SCM) 시스템이 도입되면, 글로벌 표준, 프로세스 혁신, 핵심성과지표 등에 관한 정보가 여러 부서에 폭넓게 전달되어 구성원들의 흡수 및 혁신능력을 제고할 수 있다. 구성원들의 조직시민행동은 이런 과정을 활성화시켜 SCM 성과를 증진시키며 결과적으로 조직 혁신에 기여할 수 있다. 본 논문은 국내에서 비즈니스를 전개하고 있는 글로벌 제조 기업에 근무하고 있는 조직구성원의 흡수능력과 조직시민행동의식, SCM의 성과 및 혁신의도 간 인과관계 분석에 초점을 둔다. 122명으로부터 수집한 설문자료를 통계적으로 분석한 결과, 조직시민행동은 SCM 성과와 흡수능력에 긍정적 영향을 미치며, 흡수능력 또한 SCM 성과에 직접적 영향을 미치는 것으로 나타났다. 기대한 바와 같이 SCM 성과는 혁신의도의 유의한 선행요인으로 분석되었지만, 조직구성원의 흡수능력은 별다른 영향을 미치지 못하는 것으로 나타났다. 그 외 본 연구결과의 학술적, 실무적 시사점도 함께 제시하였다.

• 한국항해항만학회지
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• 제29권9호
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• pp.807-812
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• 2005

The objective of this study is to empirically investigate the effect of gender discrimination to female workers in Korean shipping firms on the their organization commitment and organizational citizenship behavior. In carrying out the objective of this study, two hypotheses about the structural relationship among gender discrimination, organization commitment and organizational citizenship behaviors in the Korean shipping firms are established after reviewing the related studies. Survey questionnaires are distributed and analyzed to test the reliability and validity of the response. Also, a structural equation model is established and the model is analyzed by AMOS. In conclusion, there are a negative effect of gender discrimination on female workers' organizational commitment and a positive effect of their commitment on OCB. Through this paper, the comprehensive understanding of the structural relationship among gender discrimination, organization commitment and organizational citizenship behavior would be promoted.

• 경영과정보연구
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• 제33권5호
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• pp.1-34
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• 2014

본 연구는 조직내부와 조직외부를 향한 조직의 미덕적 행위가 조직구성원에게 어떻게 영향을 미치게 되는지 보고자 하였다. 연구1에서는 국내기업의 직장인들을 대상으로 국내 기업의 미덕적 행위에 대해서 파악하였으며 이러한 미덕적 행위가 결과적으로 조직 구성원에게 어떤 영향을 미치는지에 관해서 인터뷰를 통한 질적 연구를 수행하였다. 연구1의 결과를 기반으로 연구2에서는 국내 기업 253명의 조직구성원들을 대상으로 실증적 연구를 실시하였다. 연구1의 결과, 국내 직장인들은 조직미덕을 조직내부(조직 구성원)를 위한 미덕행위와 조직외부(사회)를 위한 미덕행위로 인식하고 있었다. 또한 조직 내부의 미덕적 행위는 정서적 몰입을 불러 일으켰으며 조직 외부의 미덕적 행위는 집단적 자긍심을 발생시켰다. 연구2의 결과, 조직 내부의 미덕적 행위는 정서적 몰입에 통계적으로 유의한 정(+)의 영향을 미치는 것으로 나타났다. 또한 조직 내부의 미덕적 행위는 정서적 몰입을 매개로 조직시민행동과 조직 충성도에는 정(+)의 영향을 미치며, 감정적 소진에는 부(-)의 영향을 미치는 매개효과를 밝혀냈다. 한편, 조직 외부의 미덕적 행위 역시 집단적 자긍심에 통계적으로 유의한 정(+)의 영향을 미치는 것으로 나타났고, 조직 외부의 미덕적 행위는 집단적 자긍심을 매개로 조직시민행동과 조직 충성도에는 정(+)의 영향을 미치며, 감정적 소진에는 부(-)의 영향을 미치는 매개효과를 검증하였다.

• 대한안전경영과학회지
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• 제9권5호
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• pp.147-156
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• 2007

With the radical change of business environment, all service companies' employees are forced to provide many customers with high service quality every day, and the extra role(or organizational citizenship behavior) is more imperative than other industry. The purpose of this paper is to introduce Luthans & Kreitner's Organizational Behavior Modification(OB Mod) model to improve organizational citizenship behavior and service quality. With analyzing the relationships among target behavior(service quality), antecedents(OCB), and consequences(customer satisfaction), this paper reviewed OB Mod's 5 stages; identifying, measuring, functional analysis of the behavior, development of an intervention strategy, evaluation. This model has found to be useful in finding and improving troublesome employee behaviors in USA, but not been verified in Korea. Thus it is recommended to review the difference of organizational culture and practices before introducing the model.

• Asian Journal for Public Opinion Research
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• 제7권2호
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.